First Time Manager Academy
From high-performing specialist to manager who delivers results through the team
A practical development journey for first-time managers and specialists preparing to take on a coordination role.
The Academy helps participants make the transition from individual performance to performance achieved through others: setting priorities, delegating, giving feedback, adapting their leadership style, and managing difficult conversations.
From high-performing specialist to manager who achieves results through his team.
A good specialist does not automatically become a good manager
With promotion, the criteria for success change.
The new manager is no longer responsible only for their own work. They need to organize the team’s work, provide direction, make decisions, develop people, and deliver results through them.
Without adequate preparation, many managers continue to work like specialists:
- handle important tasks themselves;
- avoid delegating or check excessively;
- struggle in their relationships with former colleagues;
- postpone feedback and difficult conversations;
- feel overloaded by operational work;
- apply the same leadership style to everyone;
- react to urgent issues instead of building predictability.
First Time Manager Academy provides a clear framework, practical tools, and the time needed to build healthy management behaviors.
AN ACADEMY, NOT JUST A COURSE
The program is structured into 7 modules, each lasting one day.
Between sessions, participants apply the tools within their own teams and return with results, questions, and real situations.
Learn → Apply → Observe → Improve
This structure turns learning into a development process and enables skills to be strengthened gradually.
Dynamic Learning
Module 1
From colleague to manager
Participants understand what changes with promotion and clarify the responsibilities, boundaries, and expectations of their new role.
Outcome
A more conscious transition and clearer positioning as a manager.
Module 2
From specialist to leader
Participants learn to shift from “I do it myself” to “I deliver results through my team”.
Outcome
More time dedicated to direction, people, and results—not just execution.
Module 3
Organizing work and managing priorities
Participants learn to turn objectives into clear priorities, responsibilities, and actions for the team.
Outcome
Greater clarity, accountability, and predictability in operational work.
Module 4
Responsible delegation and developing autonomy
Participants learn to delegate clearly, monitor progress without micromanaging, and build people’s confidence and autonomy.
Outcome
More accountable teams and managers who are less tied up in execution.
Module 5
Feedback that improves performance
Participants learn to give clear, timely feedback focused on changing behaviors.
Outcome
Clearer expectations and performance issues addressed before they escalate.
Module 6
Motivating the team and adapting the leadership style
Participants understand individual differences and learn to adapt their communication and management style without compromising standards.
Outcome
Greater engagement and a management relationship adapted to each team member.
Module 7
Difficult conversations and conflict situations
Participants learn to address performance issues, resistance, boundaries, and conflicts with firmness and respect.
Outcome
Fewer postponed situations and greater confidence in handling sensitive moments.
ORGANIZED UPON REQUEST
Let’s customize the program for your organisation
EVERY TEAM STARTS FROM A DIFFERENT CONTEXT
Before the Academy begins, we analyze together:
- participants’ profiles and experience;
- the challenges encountered within the organization;
- the types of teams they lead;
- development objectives;
- the management behaviors that need to be strengthened.
Based on this diagnosis, the program is adapted to the company’s reality while preserving the Academy’s objectives and architecture.
WHO IS IT FOR?
The Academy is suitable for:
- managers in their first months or first years of leading a team;
- team leaders and coordinators;
- specialists preparing for promotion;
- managers promoted from within their own team;
- employees included in succession programs;
- professionals with strong technical experience but no formal management training.
How do we work?
THE ACADEMY IS BUILT AROUND THE REAL CHALLENGES PARTICIPANTS FACE.
The methodology combines:
- experiential learning;
- real situations from the organization;
- practical applications;
- simulations and case studies;
- feedback;
- individual and group reflection;
- application between modules;
- a personal management development plan.
Theory supports practice; it does not replace it.
Applications between modules
THE PARTICIPANT LEAVES NOT ONLY WITH INFORMATION BUT WITH A CLEAR DIRECTION FOR APPLICATION.
After each session, participants transfer relevant ideas and tools into their day-to-day work.
In the next module, their application experience is analyzed and turned into learning for the entire group.
In this way, development does not take place only in the training room. It continues within the team, where the manager needs to create change.
What do participants gain?
By the end of the Academy, participants will be able to:
- step into their management role with greater clarity;
- move from execution to team coordination;
- set objectives and priorities;
- delegate without micromanaging;
- develop people’s autonomy;
- give clear and constructive feedback;
- adapt their leadership style;
- address difficult conversations;
- apply a personal management development plan.
What does the organisation gain?
The Academy contributes to:
- accelerating the transition into the management role;
- reducing the risks associated with promotion without preparation;
- creating a shared management language;
- reducing micromanagement;
- improving the quality of delegation and feedback;
- developing autonomy within teams;
- addressing performance issues more quickly;
- increasing accountability and predictability;
- transferring skills into day-to-day work.
The development journey can be extended
Depending on the organization’s objectives, the Academy can include:
- pre-program diagnosis;
- DISC behavioral profile;
- follow-up sessions;
- peer learning;
- individual coaching;
- progress assessment;
- experiential sessions to strengthen cohort cohesion.
The final structure is agreed together with the HR team and the program’s internal sponsor.
The intended outcome
At the end of the seven modules, the goal is not for participants to know more management theories.
The goal is for them to lead differently:
- provide direction;
- create clarity;
- delegate responsibly;
- develop people;
- address issues in a timely manner;
- deliver results through the team.
A manager does not develop in a single day. Development is built through practice, reflection, feedback, and repeated application.
WE BUILD THE ACADEMY FOR YOUR ORGANISATION
Would you like to find out how the First Time Manager Academy can be adapted to your organization?
Dynamic Learning
TRAINERS
GRAPHIC RECORDER & VISUAL FACILITATOR, LEGO Serious Play
With 18 years of experience in technical fields, Anca brings added value to training sessions and creatively synthesizes the essence of the topics discussed. She is also a certified LEGO Serious Play facilitator.
SENIOR TRAINER & FINANCIAL CONSULTANT
With over 25 years of experience in finance, business and management, Adrian brings a strong practical perspective, helping new managers develop sound decision-making, better planning, problem solving skills and a results-oriented mindset.
MANAGING PARTNER
With hands-on experience in both sales team management and industrial production, Iulian brings to a practical perspective on the manager’s role, focused on people, performance, and the real-life challenges of leading a team.
SENIOR TRAINER SI CONSULTANT
With over 20 years of experience in L & D, Aryana brings strong expertise in people development, performance management and leadership, helping first-time managers build the skills and confidence to lead, develop and motivate their teams.
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